If you apply, you just might interview with the company's COO, Jon McNeill, who told Business Insider he spends 40% of his week meeting with candidates at all levels.

By the time it's McNeill's turn to interview the candidate, he's less concerned with whether the person has the technical chops to do the job. Instead, he said, he's more concerned with whether they're a cultural fit.

To that end, McNeill likes to ask candidates to tell him who they've mentored. "I really want to know if they're interested in the development of others," McNeill said.

"If the candidate starts to go down a long list of people, that's a really good signal," he added. "Then we'll dive in on a few of those people ... to really test the authenticity of the example."

If the candidate mentions a team member named Karen, for example, Ayres will ask to hear more about her. Specifically, he'll want to know about her family, how she works best, and what typically gets in her way.

If the candidate doesn't know anything about Karen's work style or personal life, that's a bad sign.

Other go-to interview questions for McNeill include: "What gets you out of bed in the morning?" and "What's the best experience you've had where you felt like you were bringing your whole self to work?"